Before雇用一名新员工, employers typically run background checks, or consumer reports, on the individual. The consumer report can reveal information like the applicant’s criminal and public records, as well as their credit report.

但在展望个人的信誉之前，您需要了解公平的信用报告法案。公平的信用报告法案是什么？

What is the purpose of the Fair Credit Reporting Act?

The Fair Credit Reporting Act, or FCRA, was established in 1970 as a way to protect consumer credit information.

信用报告机构（CRAs）维持每个消费者的信用档案。CRA的一个例子是信用局。FCRA可防止各方访问并传递在CRA中存储的信息，而无需首先获得消费者许可。

公平的目的是什么credit reporting act? The FCRA purpose is to protect a consumer’srights and privacy.

How does the Fair Credit Reporting Act protect consumer rights?

Here’s a rundown of the different ways the FCRA protects consumer rights:

• Consumers have the right to know what is in their file
• 如果信息用于对抗，则必须告知消费者
• Consumers can request credit scores (for free or for a fee)
• If there is inaccurate information, consumers can fight it
• Agencies are required to update information in a consumer’s file
• Not just anyone can access a consumer’s file
• Consumers must give permission to employers who want information

Now that you know a consumer’s rights under the Fair Credit Reporting Act, you need to comply with the rules.

谁监管信用报告机构？

The Fair Credit Reporting Act is enforced by the Federal Trade Commission (FTC). TheFTCmakes sure that CRAs do not violate the rules of the FCRA.

TheConsumer Financial Protection Bureaualso supervises credit reporting agencies to make sure consumers’ rights are protected.

FCRA compliance

Background checks can show you whether a candidate is safe to work in your business, how they handle their personal finances, and more. Generally, employers conduct background checks when they are very interested in a candidate, right before they offer the job.

您与第三方合作，收集有关候选人的信息。进行消费者报告的原子能机构可以从政府机构和信贷局收集信息。

信用卡检查可以显示候选人是否负责任，及时及时及时及时及时及时。信用报告显示消费者正在使用的信贷金额，如果他们迟到的付款。您可以使用此信息以及其他因素来判断候选人是否适合在您的业务工作。

作为雇主，如果您遵循信用报告法，您有权在FCRA下获取有关员工或潜在员工背景的信息。

To comply with the FCRA, you must provide a notice to the candidate saying you need a consumer report on them. Your notice should be a stand-alone document, and it should tell the candidate that you might use the information to make a decision about hiring them. You can also add a clear disclaimer asking candidates for the right to obtain reports throughout their employment at your business.

After the candidate has read and agreed to your disclosure, they need to give you written permission to access their records.

Once you have the candidate’s written permission, you need to officially tell the company obtaining the consumer report that you followed the FCRA regulations.

When the company obtaining the consumer report gives you the report, they will also give you a copy of “公平信用报告法根据您的权利摘要,” a document that lays out the rights of the consumer.

If you are thinking about rejecting a candidate application orfiring an employeebecause of their consumer report, give them a formal notice. Include a copy of the consumer report and “A Summary of Your Rights Under the Fair Credit Reporting Act.” The candidate can then look over these documents and verify whether the information is correct or not.

If you decide not to hire the candidate, give them information about the company that conducted the consumer report, a statement saying the CRA did not make the decision, and a notice that they can fight the information if it’s incorrect.

无论您是雇用还是不雇用候选人，您都负责安全地处理消费者报告（例如，粉碎）。

有关与符合FCRA相关的雇主要求的更多信息，请访问FTC的网站.

Some states have further laws that limit or prevent you from using an individual’s credit history as a factor in whether they should be hired or not. For example, you cannot base whether you hire someone on their credit report for most positions in California. Check with your state for credit report laws and regulations.

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This article has been updated from its original publish date of 09/13/2012.

This is not intended as legal advice; for more information, please点击这里。